Two central aspects of leadership are selecting people to join our team and routinely evaluating each team member’s performance going forward from the date of hire.
These past several weeks, we have been discussing eight key characteristics for selection and evaluation of personnel. Thus far we have discussed five character qualities, and the first two of three technical skills: Available, Faithful, Teachable, Enjoyable, Responsible, Administration, and Communication (click to read each previous summary).
The three technical skills included in this assessment strategy are important; yet only within the context of having first determined that the five character qualities are in place. A person whose character is a brick short of a full load will likely inaugurate a breach in the wall of stability for the entire enterprise.
Therefore, expressly within the context of proven character, today we are providing a bit more detail on the second technical skill: Technical Performance.
"Technical Performance" can be summarized by providing a list of elements that can be assessed objectively:
- Effectiveness of technical expertise: Fulfills performance expectations; actions are customer-driven
- Self-evaluation and assessment: Has ability to assess performance and identify areas of improvement or growth
- Utilizes training resources: Maximizes opportunities for professional growth, both individually and as a team member
- Customer service: Demonstrates customer-centered behavior congruent with position responsibilities
It is always true that the specific nature of the job-function will determine the priority of this skill-set in both your hiring and evaluation processes.
Next week we will summarize the discussion of the eight key characteristics for selection and evaluation of personnel. We will also provide an opportunity to obtain a copy of an evaluation format that utilizes the content we have been discussing, free of charge.
Stay tuned…